The Secret Behind The 9 Box Performance Potential Grid

Book Karin & David Today The Secret Behind the 9 Box Performance Potential Grid Do you know the place you stand in your organization’s succession plan? Most organizations use a deliberate approach just like the 9 field Performance Potential Grid (useful gizmo, for more go to Dan McCarthy). If you have been advised you're “excessive potential” do you know what number of others are in the same “field?” in line for the same jobs? If you don’t know, you need to ask. If these programs are being executed nicely, those identified as having higher efficiency and potential will receive further growth and stretch assignments. Being on the grid can be very useful. However the grid is predicated on notion and opinions. If you are in a great spot on the grid, great however don’t depend upon it. If not, don’t freak out take action. A grid doesn't define you. Organizations reorganize. Sponsors retire. Mergers occur. Politics change. It’s fairly attainable that every one the individuals who put you on the grid yesterday, will be off doing one thing else tomorrow. Then, the grid is only a grid. Those opinions have moved on. Performance Potential Grids don’t promote folks, people do. I went back and looked though the grids I had utilized in my organization as an HR Director years in the past. Many names from the best elements of the grid have since been promoted and having strong careers. But different excessive e fficiency-potential candidates had been caught up in mergers, downsizings, and different drama. Some are still unemployed. There have been additionally people who had been once deemed “decrease potential” now holding vital leadership positions. What else you are able to do. Karin Hurt, Founder of Let’s Grow Leaders, helps leaders around the globe obtain breakthrough results, with out shedding their soul. A former Verizon Wireless government, she has over 20 years of expertise in sales, customer service, and HR. She was named on Inc's record of one hundred Great Leadership Speakers and American Management Association's 50 Leaders to Watch. She’s the writer of a number of books: Courageous Cultures: How to Build Teams of Micro-Innovators, Problem Solvers, and Customer Advocates (Harper Collins Summer 2020), Winning Well: A Manager's Guide to Getting Results-Without Losing Your Soul, Overcoming an Imperfect Boss, and Glowstone Peak. Post navigation 14 Comments The Seth Godin quote says it all. No one is going to select you, so choose your self up and do extra, interact extra, and build more. We have to be proactive in our work and function! An important message…. Thanks. Jon Jon, thanks a lot for adding that. Yes! Proactive in our function. Exactly. This is a superb insight, Karin: Performance Potential Grids don’t promote folks, folks do. Seth, Thanks a lot for joining the Let’s Grow Leaders dialog. You are an inspiration. Karin â€" very insightful and thought scary. My organization uses the 9 Box Grid for all ranges of management. It is an extremely useful tool for me to determine my leaders and their potential. Until I learn your article, it by no means occured to me that my direct reviews have no idea where they're ranked on my Grid or have even asked. Yet, they participate in the same rankings with their managers. Great take away. Thanks for at all times pondering outside of the “Grid” and making me a greater leader. Thanks so much for joining the dialog. I am always amazed how few individuals ask… I have experienced the same pattern. Of course, typically the conversations are troublesome if they've a different view for where they need to be. Those difficult conversations can be very important and reworking. Your e-mail handle is not going to be printed. Required fields are marked * Comment Name * Email * Website This website makes use of Akismet to reduce spam. Learn how your comment information is processed. Join the Let's Grow Leaders group for free weekly management insights, tools, and techniques you can use immediately!